Creating an Effective Exit Interview Questionnaire: Seeking Your Suggestions and Guidance

Hi Nathalia,

I need suggestions and guidance to create a questionnaire on exit interviews.

Regards, Nathalia

I am Nandish, studying at Kuvempu University in Shimoga. Sir, I wanted to know the meaning of attrition analysis, where it is used, and for what purpose it serves in the industry. I am interested in making a dissertation topic on this issue, so I would appreciate more information on this matter.

With respect to the exit interview form:

It consists of the name, department, designation, level, name of the line manager, and senior manager as an introduction. The second thing can be rating the organization on some parameters and writing the reasons for resigning or leaving. It may also include which company the individual is going to join, what designation and compensation they are going to receive (in case of leaving for better prospects).

You can draft and send it to my email. I can make necessary corrections.

Cheers!

Shringarika
shringarika.s@gmail.com

To understand attrition analysis, one has to understand what attrition is. Attrition, in simple industry terms, is the number of people who quit the services of an organization voluntarily. Attrition analysis, therefore, is a method of finding out reasons as to why employees quit, what the contributing factors are, what could have been done by the organization to retain them, and what can be done to prevent future attrition for similar reasons.

To conduct attrition analysis, there has to be an exit interview or discussions (either formally or informally, but most organizations have a formal process for it). During exit interviews/discussions, every employee who is quitting the organization is asked about the reasons for leaving, what went well and what did not, and what the organization could have done to retain him/her.

When you compile the data of every employee who quit the organization over a period of time, you can identify the reasons and determine the major factors. Based on that information, you can conduct your analysis and recommend corrective and preventive actions.

Dear Nita,

Please check the link below: https://www.citehr.com/download-list...exit+interview

Regards,
Deva

Attrition is the reduction in staff and employees in a company through normal means, such as retirement and resignation. This is natural in any business and industry.

Attrition analysis is a study in which an analysis provides data on the current attrition trend in the company. It is an analysis conducted by considering time, manpower strength, and the number of people who have resigned to derive the final outcome.

i.e., Attrition % = (No. of separations/Total employees) * 100

Hi Nita,

I am attaching some of the documents which I came across by virtue of Cite HR only. I hope they will be helpful.

Regards,
Pinkii

After analyzing the data gathered, we notice that most of the people have given their reason for leaving as a better future or better prospects. The leaving employees do not disclose their real reasons. Sometimes knowingly or unknowingly, they hide their true feelings for leaving the organization. Here, HR managers try to find out the exact reason for their departure by applying their extra skills and take remedial steps to prevent an exodus.